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Presentation by : Rahul Jain
“Harmonizing the organizational
culture for promoting talents”
Accurate Institute of Management and Technology,
Greater Noida
National HR Seminar 2014
15th
November 2014
About
Presenter
Presentation by : Rahul Jain
Rahul Jain
•Social Media Enthusiast HR Professional with diversified industry experience of 14 Years in APAC
Region.
•Presently with Dainik Bhaskar Group working as AGM – Corporate HR. Worked in HR at all the rungs
with different companies (Philips India, SIVA Group, Cargill India, Coca-Cola and Hindustan Heavy
Chemicals) at different location in India and Singapore.
•An In House Certified / Trainer on Leading Compensation Conversation, Talent Management, Train the
Trainer, Performance Management , Business Process Modelling, Effective Team building and Social
Media Skills.
•Masters in HR & Administration, Commerce Graduate with Diploma in International Business and also
in Software Engineering.
•Campus Association with NIAM, Jaipur, MS University Baroda, Rai University, Ahmadabad, People’s
University, Bhopal, MDI, Gurgaon and CMS Jabalpur.
•Interests include Reiki Healing (Certified Master Trainer and Healer), Reading, Drawing Cartoons,
Wall Graffiti, wisdom Quotes, News, Cricket, Movies and Music.
Presentation by : Rahul Jain
• Organizational Culture and Dimensions
• Cultural Harmonization
• Talent and Cultural Harmonization
• Culture promotes Talent and Talent promotes Culture
• Best employers and Culture
• Talent Management Latest Trends
• Q&A
• Lets Stay Connected
Presentation
Coverage
Presentation by : Rahul Jain
Organizational
Culture
Common set of values, Shared assumptions and beliefs, perceptions and
accepted behaviors considered to be the correct way of thinking about
and acting on problems and opportunities in an organization.
Physical Structures
Rituals/ Ceremonies
Stories / Language
Material Symbols
BeliefsBeliefs
ValuesValues
AssumptionsAssumptions
Artifacts of
Organizational
Culture
OrganizationalOrganizational
CultureCulture
Presentation by : Rahul Jain
Organizational Culture
& Dimensions
Cultural
Harmonization
A culture for everyone …
• To make everyone feel connected
• To make everyone feel part of large organization
• To accommodate everyone’s values, background, Status
• To include diversity, engage all age group employees
• To create a common corporate identity
Yet …
• Respect uniqueness, Individual’s Skills, Passion
• Engage and motivate differently
• Tailored learning and growth opportunities
• Customized fast track growth path for Talent
• Rewarding High Performers , Weed out Poor Performers
• Compensate Competitively
Cultural
Harmonization
Harmonization …
• Connect with New Hire even before joining
• Familiarize New Hire with
• Values, Vision, Mission, Culture
• People, Structure, Functions, Work groups , Teams
• Policies, Process, Practices, Rules
• Assign Buddy and Mentors
• Repetition is the key …. Repetition is the key … Repetition is the key
• Talk about values, shared assumptions, beliefs and ideologies
• Talk about accepted behaviors, What are correct ways of thinking?
• How work is done here? Why it is done in this manner ?
• How to act upon problems? What are the success stories?
• Never Say Good Bye - Talent Partnership beyond organization
Seek feedback, Correct assumptions, Clear doubts
Make everyone feel home, part of big family and welcome everyday
Presentation by : Rahul Jain
What is Talent ?
• Employees with higher performance rating, potential compared to
others .
• Quick to respond to diverse, intense, varied and adverse
assignments
• Demonstrate superior performance under first time or
different (not repeat) conditions.
• Eager to learn new competencies in order to out perform
• Employees who fill up critical positions in short and long term
Type of Talent – High Potential ,Top Performer , Young Potential
Talent and Cultural
Harmonization
Presentation by : Rahul Jain
What Supports Talent ?
• Competitiveness and Performance Orientation
• Collaboration and Team Orientation
• Process and Quality Orientation
• Risk Taking (Encourage Experimentation, Accept Mistakes)
• Result Orientation
• Customer and Service Orientation
• Innovation, Creativeness, Fun Quotient
Culture
Promoting
Talent
Presentation by : Rahul Jain
What Motivates Talent?
• High awareness of goals, Alignment
• Work Processes and Process Maturity
• Latest productivity tools and resource
• Diversity , Inclusion and Family Connect
• HR and Best in Class People Practices
• Opportunities to learn, grow, International Assignments
• Compelling Employer Branding and alignment
• External Organization Reputation and Customer Focus
Culture
Promoting
Talent
Presentation by : Rahul Jain
Talent Contributing to Culture -
• Talent Attracts Talent
• Loyalty and Credibility
• High on Advocacy and Pride
• High Accountability, Ownership
• Contagious Attitude and Passion
• Role Model and Brand Ambassadors
Talent Promoting
Culture
Presentation by : Rahul Jain
Best Employers and Culture –
Boston Consulting -Aligned with strategy, Engage Employees
American Express - Customer Commitment, Quality, Teamwork,
Respect for People
Microsoft – Fast Paced, Challenging, Fun
Apple – Work Hard Play Hard, “Fun, yet demanding"
Google – Sharing Ideas and opinion Openly, Respect Hands on
contributor
SAS – Creativity, Innovation and Philosophy “Treat employees
like they make a difference and they will.”
Best employers,
Culture and Talent
Presentation by : Rahul Jain
Best Employers and Culture –
Makemytrip - Fun, Work and Innovation
Intel Technology – Equal Employment Opportunities, Diversity (Incl.
LGBT)
Blue Dart – People First, identifying, recognizing, learning from and
spreading best practices of organizations
Marriott Hotel - People first, pursuing excellence, embracing change,
acting with integrity and serving our world
NTPC - A culture where people work to enjoy and enjoy to work
HCL – “Employee First” , Dynamic, Vibrant, Empowering with
Knowledge, Resources and nurturing innovation.
Best employers,
Culture and Talent
Presentation by : Rahul Jain
• The Shift
–Talent Recruitment is Marketing and not SCM
–Hire Talent from other organization who are passive job
seekers
–Offer Pre Joining visit to the company for cultural insight
–Focus on increasing profile than recruitment
–Shift from attraction to retention
–Have more budget for Talent management than resourcing
–Focus on Talent Mapping, Career Path, Key Talent retention
–Real Time Talent Management (Phasing out Periodic
Appraisal)
Talent Management
Latest Trends
Presentation by : Rahul Jain
How to do more with less ?
•Understand shifts in global marketplace , Organizational Culture,
its impact on your organization and supply of talent
•Equip Leaders, Managers with latest tools, Educate with trends
•Use Social Media to attract and connect Talent
–Showcase Events, Rewards, Practices, Inside Office views using SM
–Connect Generations of workforce using Blogs, Podcast
–Cloud-based and mobile applications
•Innovative Internal and External Branding Initiatives
– Employee Videos, Sound Bytes
–Vibrant Intranet, Magazines, Print and Web Sites Ad with Employee Speaks
Talent Management
Latest Trends
Presentation by : Rahul Jain
Questions
and Answers
Harmonize to Optimize
Let’s Stay
Connected
Presentation by : Rahul Jain
Rahul Jain
Twitter @BeingHR
Email findrahuljain@yahoo.com
Blog : http://followrahul.tumblr.com/
LinkedIn : http://in.linkedin.com/in/rahuljain77
Pinterest: http://www.pinterest.com/findrahuljain
SlideShare: http://www.slideshare.net/RahulJain245
Snail Mail: Dainik Bhaskar Group
1103, 11th Floor, 38 Ansal Tower, Nehru Place, New Delhi –
110019

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Organizational Culture & Talent Management

  • 1. Presentation by : Rahul Jain “Harmonizing the organizational culture for promoting talents” Accurate Institute of Management and Technology, Greater Noida National HR Seminar 2014 15th November 2014
  • 2. About Presenter Presentation by : Rahul Jain Rahul Jain •Social Media Enthusiast HR Professional with diversified industry experience of 14 Years in APAC Region. •Presently with Dainik Bhaskar Group working as AGM – Corporate HR. Worked in HR at all the rungs with different companies (Philips India, SIVA Group, Cargill India, Coca-Cola and Hindustan Heavy Chemicals) at different location in India and Singapore. •An In House Certified / Trainer on Leading Compensation Conversation, Talent Management, Train the Trainer, Performance Management , Business Process Modelling, Effective Team building and Social Media Skills. •Masters in HR & Administration, Commerce Graduate with Diploma in International Business and also in Software Engineering. •Campus Association with NIAM, Jaipur, MS University Baroda, Rai University, Ahmadabad, People’s University, Bhopal, MDI, Gurgaon and CMS Jabalpur. •Interests include Reiki Healing (Certified Master Trainer and Healer), Reading, Drawing Cartoons, Wall Graffiti, wisdom Quotes, News, Cricket, Movies and Music.
  • 3. Presentation by : Rahul Jain • Organizational Culture and Dimensions • Cultural Harmonization • Talent and Cultural Harmonization • Culture promotes Talent and Talent promotes Culture • Best employers and Culture • Talent Management Latest Trends • Q&A • Lets Stay Connected Presentation Coverage
  • 4. Presentation by : Rahul Jain Organizational Culture Common set of values, Shared assumptions and beliefs, perceptions and accepted behaviors considered to be the correct way of thinking about and acting on problems and opportunities in an organization. Physical Structures Rituals/ Ceremonies Stories / Language Material Symbols BeliefsBeliefs ValuesValues AssumptionsAssumptions Artifacts of Organizational Culture OrganizationalOrganizational CultureCulture
  • 5. Presentation by : Rahul Jain Organizational Culture & Dimensions
  • 6. Cultural Harmonization A culture for everyone … • To make everyone feel connected • To make everyone feel part of large organization • To accommodate everyone’s values, background, Status • To include diversity, engage all age group employees • To create a common corporate identity Yet … • Respect uniqueness, Individual’s Skills, Passion • Engage and motivate differently • Tailored learning and growth opportunities • Customized fast track growth path for Talent • Rewarding High Performers , Weed out Poor Performers • Compensate Competitively
  • 7. Cultural Harmonization Harmonization … • Connect with New Hire even before joining • Familiarize New Hire with • Values, Vision, Mission, Culture • People, Structure, Functions, Work groups , Teams • Policies, Process, Practices, Rules • Assign Buddy and Mentors • Repetition is the key …. Repetition is the key … Repetition is the key • Talk about values, shared assumptions, beliefs and ideologies • Talk about accepted behaviors, What are correct ways of thinking? • How work is done here? Why it is done in this manner ? • How to act upon problems? What are the success stories? • Never Say Good Bye - Talent Partnership beyond organization Seek feedback, Correct assumptions, Clear doubts Make everyone feel home, part of big family and welcome everyday
  • 8. Presentation by : Rahul Jain What is Talent ? • Employees with higher performance rating, potential compared to others . • Quick to respond to diverse, intense, varied and adverse assignments • Demonstrate superior performance under first time or different (not repeat) conditions. • Eager to learn new competencies in order to out perform • Employees who fill up critical positions in short and long term Type of Talent – High Potential ,Top Performer , Young Potential Talent and Cultural Harmonization
  • 9. Presentation by : Rahul Jain What Supports Talent ? • Competitiveness and Performance Orientation • Collaboration and Team Orientation • Process and Quality Orientation • Risk Taking (Encourage Experimentation, Accept Mistakes) • Result Orientation • Customer and Service Orientation • Innovation, Creativeness, Fun Quotient Culture Promoting Talent
  • 10. Presentation by : Rahul Jain What Motivates Talent? • High awareness of goals, Alignment • Work Processes and Process Maturity • Latest productivity tools and resource • Diversity , Inclusion and Family Connect • HR and Best in Class People Practices • Opportunities to learn, grow, International Assignments • Compelling Employer Branding and alignment • External Organization Reputation and Customer Focus Culture Promoting Talent
  • 11. Presentation by : Rahul Jain Talent Contributing to Culture - • Talent Attracts Talent • Loyalty and Credibility • High on Advocacy and Pride • High Accountability, Ownership • Contagious Attitude and Passion • Role Model and Brand Ambassadors Talent Promoting Culture
  • 12. Presentation by : Rahul Jain Best Employers and Culture – Boston Consulting -Aligned with strategy, Engage Employees American Express - Customer Commitment, Quality, Teamwork, Respect for People Microsoft – Fast Paced, Challenging, Fun Apple – Work Hard Play Hard, “Fun, yet demanding" Google – Sharing Ideas and opinion Openly, Respect Hands on contributor SAS – Creativity, Innovation and Philosophy “Treat employees like they make a difference and they will.” Best employers, Culture and Talent
  • 13. Presentation by : Rahul Jain Best Employers and Culture – Makemytrip - Fun, Work and Innovation Intel Technology – Equal Employment Opportunities, Diversity (Incl. LGBT) Blue Dart – People First, identifying, recognizing, learning from and spreading best practices of organizations Marriott Hotel - People first, pursuing excellence, embracing change, acting with integrity and serving our world NTPC - A culture where people work to enjoy and enjoy to work HCL – “Employee First” , Dynamic, Vibrant, Empowering with Knowledge, Resources and nurturing innovation. Best employers, Culture and Talent
  • 14. Presentation by : Rahul Jain • The Shift –Talent Recruitment is Marketing and not SCM –Hire Talent from other organization who are passive job seekers –Offer Pre Joining visit to the company for cultural insight –Focus on increasing profile than recruitment –Shift from attraction to retention –Have more budget for Talent management than resourcing –Focus on Talent Mapping, Career Path, Key Talent retention –Real Time Talent Management (Phasing out Periodic Appraisal) Talent Management Latest Trends
  • 15. Presentation by : Rahul Jain How to do more with less ? •Understand shifts in global marketplace , Organizational Culture, its impact on your organization and supply of talent •Equip Leaders, Managers with latest tools, Educate with trends •Use Social Media to attract and connect Talent –Showcase Events, Rewards, Practices, Inside Office views using SM –Connect Generations of workforce using Blogs, Podcast –Cloud-based and mobile applications •Innovative Internal and External Branding Initiatives – Employee Videos, Sound Bytes –Vibrant Intranet, Magazines, Print and Web Sites Ad with Employee Speaks Talent Management Latest Trends
  • 16. Presentation by : Rahul Jain Questions and Answers Harmonize to Optimize
  • 17. Let’s Stay Connected Presentation by : Rahul Jain Rahul Jain Twitter @BeingHR Email findrahuljain@yahoo.com Blog : http://followrahul.tumblr.com/ LinkedIn : http://in.linkedin.com/in/rahuljain77 Pinterest: http://www.pinterest.com/findrahuljain SlideShare: http://www.slideshare.net/RahulJain245 Snail Mail: Dainik Bhaskar Group 1103, 11th Floor, 38 Ansal Tower, Nehru Place, New Delhi – 110019

Editor's Notes

  1. I will be focusing on 2 Aspects in this Presentation – Organizational Culture and Talent Management and How they complement each other.
  2. Artifacts of Organizational Culture are Tangible aspects. Imagine Two Banks – ICICI Bank , Dena Bank – How differently they look in terms of artifacts and their displays, visuals are also in line with their services standards, Values, Beliefs. Example, Coca-Cola, where I worked was a very aggressive organization and its culture, employees were aggressive too
  3. Sharing my personal experience - Example – Attention to details – As I worked with Philips and Coca-Cola, judging them on “Attention to details” , Philips had higher degree of attention to details. In terms of Aggressiveness – Coca-Cola was / is much aggressive than Philips. In terms of Stability – Cargill, Which is a US MNC Food and Trading organization – Stability was much high making it world’s largest Pvt. Ltd. Family Owned Company. Japanese and Korean Companies – Much more people oriented
  4. Why we need Cultural Harmonization ? Look at us, No two individuals are same and because each one of us is unique and comes with lots of likes, dislikes, aspiration, ambition, different groom or upbringing, different circumstances and at workplace synergy is required to work towards common goal.
  5. Connect with New Hire even before joining – Philips – In Touch Program – Once Offer is accepted, Candidate is sent company presentations, videos in CD with joining docket. Buddy is assigned, Work Desk is Set up, ID/Visiting Cards ready, Email is Up. Existing Employees – Use forums like Town Hall, Periodic Calls or News Letters . Example – Value Champion Awards Ex-Employees – Alumni Network
  6. Risk Taking – Example – Cargill , US MNC in to food, SCM and trading – Allows to make mistakes
  7. Family Connect – Example from DB Corp Play role in Creating the conditions in which talent succeeds
  8. Google – Recent Article – Employees can stay at office itself than going to rental accomodation
  9. HCL – Employee First Council (Employees leading Change) , Genie – Personal Assistant to manage routine task of employees, Women Network, Mitra (Personal Advisor) , Find at HCL (Classified)
  10. Career Path – Communicate with Talent – Short and Long Team Career Path Real Time TM – Example Philips – Standing Functional and Cross Functional Meetings
  11. More focus on - developing talent in house (70%) - recruitment for key/niche talent (60%) - retention rather than recruitment (55%) - investing in the quality of candidates (53%) use of new media and technology to recruit (51%) - Understand shifts in global marketplace and impact on your organization and supply of talent